Do Employees Perform Creatively if Provided with Better Facilities from Organizations? Evidence from Pakistan

The employees’ need of appreciation emerges in the form of rewards, empowerment and training, the supply of which fuels up performance of employees gaining indirectly by the organization through the interactive organizational practices grooming their skills which is tested and hypothesized many times. This study contributes by taking into account the inclusion of Creative Performance along with the other tested performance levels and also tests the mediating role of Work Engagement in the established relationships. This study helps in establishing this unique relationship observing the role of mediation also. The effects are analyzed with SPSS (21) and AMOS with Structural Equation modeling. Data is gathered from frontline employees of 06 cities of the Bahawalpur Division in Pakistan. The results show that rewards, empowerment and training foster Work Engagement that in turn elevates levels of Performance of Hotel Industry employees. The findings of this study will rebound to the benefit of the organizations regarding the success factors of their employees at workplace as they can get novelty of service ideas through employees. Its implementation will ultimately result in HR techniques to be adopted to achieve higher levels of performance in future. There are many other High-Performance tools like, Realistic Job Previews, Innovation Programs and Performance based Pay. Future studies can be conducted to assess the impact of these factors also. In addition, some psychological constructs may be included to enhance its area of application and know underlying reasons of divert behaviors. There are many other High-Performance tools like, Realistic Job Previews, Innovation Programs and Performance based Pay. Future studies can be conducted to assess the impact of these factors.

Penyampaian Informasi Pekerjaan Bagi Fresh Graduate Melalui Realistic Job Previews

This field experiment review aim was to examine four hypotheses of Realistic Job Previews (RJPs) on 20 fresh graduates respondents. Declarative knowledge, RJPs measurement scale, and interview was used as method of data gathering. The data results by using Mann-Whitney U Test showed that there is no significant relation (p = 0,462) among met expectation variable (p = 0,333), coping strategy (p = 0,462), honesty and integrity perception (p = 0,822) and likelihood to stay (p = 0,469). The research implications are if there is similarity between general expectation and reality of a job, and low possibility for the respondents to reject the job offer, then RJPs won’t give any positive and significant effect in pre-hire process.

Leveraging the Perspectives of Rural Educators to Develop Realistic Job Previews for Rural Teacher Recruitment and Retention

Rurality is perceived by many to be a deficit or challenge when it comes to teacher recruitment and retention. However, recently, some have argued that moving away from a deficit model and treating rurality as an asset may hold promise for teacher staffing. Drawing on Person-organization (P-O) fit theory, we extend this argument in our study by investigating the perceptions of teachers from the rural Lowcountry of South Carolina, a region with documented severe teacher shortages, concerning rural teaching advantages and challenges. These reflections provide the data necessary to develop realistic job previews (RJP) that can be highlighted in the teacher staffing process at their schools. To obtain the data, we conducted in-depth semi-structured interviews with 11 rural teachers and one principal (n=12). Several common themes emerged, which we used to develop a sample web-based RJP content for demonstration purposes.

Attracting Prospective STEM Teachers Using Realistic Job Previews: A Mixed Methods Study

Attracting the best possible applicants into initial teacher education (ITE) programmes has been a long-standing challenge in the UK and internationally, and the situation is especially urgent in STEM-related subjects. The purpose of this article is to report the development and implementation of an online teacher attraction intervention—realistic job previews (RJPs)—based on person-environment (and person-vocation) fit theory. Study 1 reports the online administration of an RJP consisting of four animated classroom scenarios requiring participant responses, followed by experienced teacher feedback and a tailored fit message to 111 university students in STEM-related fields. Results showed a significant relationship between RJP performance and interest in a teaching career, even after controlling for prior career intentions (i.e., intentions to pursue a career in teaching). Study 2 reports findings from individual interviews with 14 university students studying STEM-related subjects on the factors contributing to career-decision making, especially regarding teaching as a career. The 16 codes were distilled into three themes: the role of personal reflection, critical influences on career decisions, and patterns of change. We conclude with suggestions for implementation of RJPs as a supplement to current attraction and recruitment approaches.

Attracting Job-Seekers Through Online Job Advertisements

Online recruitment research has time and again addressed the issue of lack of credibility of online job advertising media compared to traditional media such as newspapers and the issue of poor quality web design in E-recruitment. In this paper, the issues of lack of credibility and quality of E-recruitment channels have been addressed through the introduction of a) realistic job previews (RJP), b) company independent channels for advertising jobs online (for example Blogs), and c) podcasts for corporate previews in online job website design. Final year post-graduate students about to enter job market (N=457) took part in a 2x2x2 factorial experiment. The findings give distinct indications of the advantage of use of the above mentioned web design features on applicant perception of quality, credibility, and their subsequent development of organizational attractiveness and intention to apply for a job in the firm. Recommendations for practitioners have been highlighted through illustrated examples.

Effects of the Realistic Job Previews on Employees Job Satisfaction and Met Expectations

Realistic job preview (RJP) is the presentation of information both positive and negative given to the prospective employee about the job and the organization. The information provided is aimed to give the realistic image of the organization. The role of the information flow is to arrive at a stage where the expectations of the employee and the applicant match. It is being argued that employees who are given RJP’s during the recruitment and selection process have higher job satisfaction. Thus, the aim of this study is to identify the relationships between realistic job previews and employee job satisfaction in the organizations. Job satisfaction has been conceptualized with the expectations of an employee. The survey was conducted by using closed-end structured questionnaires from the employees working in telecommunication and banking sectors in Pakistan. A total of 224 questionnaires were received. Correlation and ANOVA were used to determine the relationship between the variables. The outcome indicates that there is a significant positive relationship between the realistic information provided to the employees at the time of recruitment and job satisfaction.